Annual leave entitlement, by years of service

[Cucumber]

Can anyone give me the entitlement in hours for what you should get at 10,15 and 20 plus years. Thanks.

[rogersh]

Have you received a long term contract yet? . I noticed the date you joined this forum was 2 years ago so you would be due your permanent contract now.

Obviously you would calculate the hours based on your contracted hours. An option is also to purchase leave.

My contract from 2013 states;
Holiday Entitlement
Your holiday entitlement will be:
On Entry 4 Weeks 2.5 Days
After 5 Years 4 Weeks 3.5 Days
After 15 Years 5 Weeks 1.0 Day
After 20 Years 6 Weeks 0.0 Days

If your hours are part time this entitlement would be pro-rata.

[rambo1]

Have you received a long term contract yet? . I noticed the date you joined this forum was 2 years ago so you would be due your permanent contract now.

Obviously you would calculate the hours based on your contracted hours. An option is also to purchase leave.

My contract from 2013 states;
Holiday Entitlement
Your holiday entitlement will be:
On Entry 4 Weeks 2.5 Days
After 5 Years 4 Weeks 3.5 Days
After 15 Years 5 Weeks 1.0 Day
After 20 Years 6 Weeks 0.0 Days

If your hours are part time this entitlement would be pro-rata.

Have you received a long term contract yet? . I noticed the date you joined this forum was 2 years ago so you would be due your permanent contract now.

Obviously you would calculate the hours based on your contracted hours. An option is also to purchase leave.

My contract from 2013 states;
Holiday Entitlement
Your holiday entitlement will be:
On Entry 4 Weeks 2.5 Days
After 5 Years 4 Weeks 3.5 Days
After 15 Years 5 Weeks 1.0 Day
After 20 Years 6 Weeks 0.0 Days

If your hours are part time this entitlement would be pro-rata.

You still get same time off as a part timer. You just have less hrs, as it's all done in hrs and minutes now. But 6 weeks at 38 hrs or 6 weeks at 25 hrs it's still 6 weeks after 20 yrs, just have less a/l hrs allocated and use up less for a week off.

[rogersh]

Rambo, I myself work a 5 day week , 20 hours, & agree with you.

But, for example, if you are contracted to work a 3 day week The statutory holiday entitlement is 16.8 days holiday.
Plus you would only be entitled to 5 Bank Holidays as part of the calculation
I assume you would get 1.5 days added as RM give, on entry, 2.5 days - above the usual 20 days - for those on a 5 day week.

That is where pro-rata, also, applies.

[amstocks]

If you are on a 25 hour contract but work on average 30 hours per week, do you get an increase in holiday hours due to working 5 more hours each week?

[fb1969]

Short and basic answer is no.

No extra entitlement to leave, but being paid more when on leave has a sub-forum viewforum.php?f=67

[k979aaa]

If you are on a 25 hour contract but work on average 30 hours per week, do you get an increase in holiday hours due to working 5 more hours each week?

No because of contractual hours just because you do 5 hours overtime does not count to your annual leave nor should it do!

[Murdoch]

No because of contractual hours just because you do 5 hours overtime does not count to your annual leave nor should it do!

Careful there with that stance. Lets take your argument to the extreme, that contractual hours is what matters with regards to holiday pay. Then how would you suggest people on zero hours get paid for holidays? Should they just be paid nothing?

Employment law seems to think otherwise. For people on zero hour contracts they get paid an average of their worked hours over the last 12 weeks (and before you say RM don't use zero hour contracts, we've got 7 long term agency staff on zero hours in my office alone).

Royal Mail deliberately employ people on part-time contracts that bear no relation to the expected worked hours, they routinely use overtime as a way to run the business. And then they have the cheek to use the rather flaky argument that any overtime is "voluntary", to avoid paying holiday pay as an average of hours worked.

The courts and employment law seem to suggest that this is an untenable position that is going to catch up with the business eventually.

And so it should.

[k979aaa]

No because of contractual hours just because you do 5 hours overtime does not count to your annual leave nor should it do!

Careful there with that stance. Lets take your argument to the extreme, that contractual hours is what matters with regards to holiday pay. Then how would you suggest people on zero hours get paid for holidays? Should they just be paid nothing?

Employment law seems to think otherwise. For people on zero hour contracts they get paid an average of their worked hours over the last 12 weeks (and before you say RM don't use zero hour contracts, we've got 7 long term agency staff on zero hours in my office alone).

Royal Mail deliberately employ people on part-time contracts that bear no relation to the expected worked hours, they routinely use overtime as a way to run the business. And then they have the cheek to use the rather flaky argument that any overtime is "voluntary", to avoid paying holiday pay as an average of hours worked.

The courts and employment law seem to suggest that this is an untenable position that is going to catch up with the business eventually.

And so it should.

Everyone in the UK is allowed 3 weeks paid annual leave some of this may be B/H even zero hour people how you could make people adhere to zero hours without putting the pay in their pockets or just point blank holding it from them as notice which is illegal.

[Murdoch]

Everyone in the UK is allowed 3 weeks paid annual leave some of this may be B/H even zero hour people how you could make people adhere to zero hours without putting the pay in their pockets or just point blank holding it from them as notice which is illegal.

The point I was making is that the extreme case of zero hours is covered under employment law (it's paid as an average of the last 52 weeks not 12 as i stated). As you mention so is the statutory entitlement of 28 days (it's not 3 weeks). The question is what people get paid during that entitlement, should it be what they actually work, or what their contract says. Obviously, a zero hours contract, doesn't give any indication of what hours are worked, so the alternative has to be used. My argument is that for a large minority of Royal Mail part-time workers, their "fixed hour" contracts bear no relation to what they actually work. So Royal Mail are operating in a grey area that's becoming increasingly untenable.

Let me be a bit clearer, and ask you this...

If Overtime forms a regular part of your work. Why do you think that OT shouldn't form part of your holiday entitlement?

As I said, the court rulings seem to suggest this will come back to bite RM.

https://www.fcsa.org.uk/latest-case-on- ... -overtime/

[k979aaa]

Everyone in the UK is allowed 3 weeks paid annual leave some of this may be B/H even zero hour people how you could make people adhere to zero hours without putting the pay in their pockets or just point blank holding it from them as notice which is illegal.

The point I was making is that the extreme case of zero hours is covered under employment law (it's paid as an average of the last 52 weeks not 12 as i stated). As you mention so is the statutory entitlement of 28 days (it's not 3 weeks). The question is what people get paid during that entitlement, should it be what they actually work, or what their contract says. Obviously, a zero hours contract, doesn't give any indication of what hours are worked, so the alternative has to be used. My argument is that for a large minority of Royal Mail part-time workers, their "fixed hour" contracts bear no relation to what they actually work. So Royal Mail are operating in a grey area that's becoming increasingly untenable.

Let me be a bit clearer, and ask you this...

If Overtime forms a regular part of your work. Why do you think that OT shouldn't form part of your holiday entitlement?

As I said, the court rulings seem to suggest this will come back to bite RM.

https://www.fcsa.org.uk/latest-case-on- ... -overtime/

It would depend upon your hours in your contract. I know of scheduled attendance and pressure overtime but as the law stands it is how it is. Someone should challenge it be it our union or another it is worth a try. As one dynamic has changed ie we are not part of the EU anymore it will cost less and an outcome would be sooner but the people who represent the CWU and all unions have been deficient over the years!

[Route1]

My understand is by law you are entitled to 28 days (based on a 5 day week) and includes Bank Holidays. Royal Mail offer slightly more but not much more.

Royal Mail will try to pay us our fixed contracts. Last year i took them to ACAS and got the average pay over the previous 12 weeks for each holiday period. Now its based on average pay over the last 52 weeks. I know others who had similar payments while others got nothing because they were too lazy / afraid to go to ACAS.

Royal Mail arent offering anything through ACAS this year so i've taken it to the Employment Tribunal.